Applicant Disposition Matrix
IMPORTANT: The hiring authority is required to maintain detailed documentation regarding the use of a disposition code for each applicant/candidate. Notes may be maintained in OMNI or separately and must be kept and retrievable in accordance with Florida Public Records law.
Description
REVIEW‐Candidate Withdrew From Process
Short Stage
Description
R‐CandWith
Review
Explanation for Use
Additional Examples of Reasons Under This Disposition
Applicant/candidate indicates they are no longer Accepted another position; Not interested in position interested in the position prior to the interview phase. due to hours, location, salary/benefits, etc. Notes
Document when and how the applicant/candidate indicated no further interest in the position.
REVIEW‐Could Not R‐NoShwRch Review
Reach After Multiple Attempts/No Show for Interview
Attempted to contact an applicant/candidate multiple For example, Applicant/candidate failed to respond to At minimum, contact with applicant/candidate must be two voicemail messages left on March 1 and March 5, attempted at least twice using the preferred contact times for an interview by their Preferred Contact Method and unable to get a response, or the information provided. The Preferred Contact Method and one email on March 10.
applicant/candidate did not show for interview.
can be found by clicking on the applicant's name from the pool & referring to Pref. Contact field. NOTE: If you are experiencing difficulty reaching Veterans' Preference and/or Internals in a Bargaining Unit candidates, contact your HR Recruiter for guidance before proceeding.
REVIEW‐Duplicate Applicant
R‐DuplAppl
Review
Applicant/candidate submitted more than one application for the same job opening.
Select this code for any prior application(s) in the same pool. Ensure the most recent application is considered.
REVIEW‐Not As
Qualified: Skills
R‐NQSkill
Review
The applicants/candidates selected for interview must Applicant/candidate is not as qualified as those selected Applicant/candidate has limited experience with a have the Skills that individuals who were not for an interview where Skills are a better fit. This can frequently used computer system; Poor written communication skills as evidenced by resume; Lack of interviewed did not possess. If not qualified in more include not possessing the department's preferred professionalism. Current skill set does not align with or than one area, Education, Experience, & Skills, pick a Skills.
differs from the needs of the job. Performed poorly on disposition code which most clearly applies.
*Perferred skills should be noted on the job opening/advertisement.
skills tests administered at time of application. Failed to produce required documentation, such as a driver’s license, if required for position. REVIEW‐Not As
R‐NQEdu
Qualified: Education
Review
Applicant/candidate is not as qualified as those selected No Degree; Degree/Certification Pending‐Not for an interview where Education is a better fit. This can Completed; Degree in‐field preferable to degree out of field.
include not possessing the department's preferred Education.
*Perferred education should be noted on the job opening/advertisement.
The applicants/candidates selected for interview must have the Education that individuals who were not interviewed did not possess. If not qualified in more than one area, Education, Experience, & Skills, pick a disposition code which most clearly applies.
REVIEW‐Not As
R‐NQExp
Qualified: Experience
Review
Applicant/candidate is not as qualified as those selected For example, Applicant/Candidate has limited for an interview where Experience is a better fit. This experience in project management – those selected for can include not possessing the department's preferred interview have significant experience in this field.
Experience.
*Perferred experience should be noted on the job opening/advertisement.
The applicants/candidates selected for interview must have the Experience that individuals who were not interviewed did not possess. If not qualified in more than one area, Education, Experience, & Skills, pick a disposition code which most clearly applies.
Review
Applicant was hired by the same department/unit for a position with the same qualifications & responsibilities within the last 30 days. Confirm with your HR Recruiter prior to using this code.
Review
Unsatisfactory work history; Current employee with Prior to offering an interview, review of applicant/candidate shows unsatisfactory deficiencies documented attendance or performance issue.
in work history.
Document job‐related areas of deficiency.
Department has determined that Faculty candidate does not meet the minimum qualifications for the position as advertised. This code can only be used on Faculty job openings.
REVIEW‐JO Pool:
Hired in Equivalent Vacancy
R‐PoolHire
R‐UnsatWrk
REVIEW‐
Unsatisfactory Work History
REVIEW‐No Min Quals (FAC Only)
R‐NoMinQua Review
NOTE: The applicant/candidate may have the same or a different applicant ID. Use caution with common names. Refer to the application to confirm it is the same
individual.
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Applicant Disposition Matrix
Description
Short Stage
Description
Interview
060‐Intvw
I‐CandWith
INTERVIEW‐
Candidate Withdrew (Pre‐Offer)
Explanation for Use
Additional Examples of Reasons Under This Disposition
Notes
Interview
This status is generated automatically when the department creates an Interview Evaluation. Once Interview Evaluations are recorded, the department must record a final disposition code on each Applicant/Candidate interviewed, but not selected for hire (see options below). Only the Applicant/Candidate selected for the position should be left in Interview status (the department then submits a job offer on their record at the appropriate time).
It is very important that you create the interview evaluation on the applicant's record first so that the applicant is showing in 060‐Intvw status before recording the final disposition code.
Interview
Accepted another position; Not interested in position Applicant/candidate indicates they are no longer interested in the position during or after the interview, due to hours, location, salary/benefits, etc.
but before an offer is extended.
Document when and how the applicant/candidate indicated no further interest in the position. If an offer is made, use the following disposition code instead: Offer Made‐Candidate Withdrew Acceptance of Offer or Refused Offer.
I‐NQSkill
Interview
If not as qualified in more than one area, Education, The applicant/candidate selected for hire demonstrates Candidate selected for hire possesses Skills more Experience, & Skills, pick a disposition code which most Skills which are a better fit for the position.
directly related to the position, such as computer closely applies.
software, oral or written communication, presentations, etc. Current skill set does not align with or differs from the needs of the job.
Candidate performed poorly on skills tests administered at time of interview; Lack of professionalism; exhibited poor customer service skills; Failed to produce required documentation, such as a work portfolio.
INTERVIEW‐Not As I‐NQEduc
Qualified: Education
Interview
The applicant/candidate selected for hire has Education better suited to the position.
INTERVIEW‐Not As I‐NQExp
Qualified: Experience
Interview
The applicant/candidate selected for hire demonstrates For example, Applicant/Candidate has limited Experience which is a better fit for the position.
experience developing websites, while the applicant/candidate hired has significant experience.
If not as qualified in more than one area, Education, Experience, & Skills, pick a disposition code which most closely applies.
I‐UnsatWrk
INTERVIEW‐
Unsatisfactory Work History/References/ Background
INTERVIEW‐JO Pool: I‐PoolHire
Hired in Equivalent Vacancy
Interview
During the interview or in a final review prior to extending offer, applicant/candidate review shows unsatisfactory deficiencies in work history/references/background.
Applicant/Candidate was hired from the Career Pool advertisement (i.e., same title, same job responsibilities, same benefits). Career Pools must be approved through HR and are generally limited to positions in Undergraduate Studies, Public Safety, and Facilities.
Document job‐related areas of deficiency.
INTERVIEW‐Not As
Qualified: Skills
Interview
Degree/Certification Pending‐Not Completed; Degree in‐field preferable to degree out of field.
Unsatisfactory work history; Unsatisfactory work references; Inconsistencies in application; Failed background check; Current employee with documented attendance or performance issues.
If not as qualified in more than one area, Education, Experience, & Skills, pick a disposition code which most closely applies.
This code is for Career Pool advertisements only. (Contact your HR‐Recruiter with additional questions on Career Pools.)
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Applicant Disposition Matrix
Description
Offer Made‐ Offer/Position Canceled by Department
Short Stage
Description
O‐OfrCancl
O‐OfrCanWi
Offer Made‐
Candidate Withdrew Acceptance of Offer or Refused Offer
Hire
Hire
Hired
Hired
Additional Disposition Codes:
Applied
Linked
Screen
Explanation for Use
Additional Examples of Reasons Under This Disposition
Notes
Offer
Offer made to applicant/candidate, but was rescinded by the department/unit.
Decision is not the applicant/candidate's choice. Document details of why the offer was withdrawn by department or university.
Offer
Applicant/candidate declined offer of employment or accepted offer and then retracted acceptance.
This was not a decision of department or university, but by the applicant/candidate. Document details of when and how applicant/candidate informed the department that they were no longer interested.
OMNI generated code indicating the appointment is in HR‐Employee Data Management's queue for processing. OMNI generated code indicating the hire has been fully processed; a record will now display for the employee in Job Data. HR Use Only
HR Use Only
OMNI generated code indicating an applicant has applied to an opening; if the pool has closed & been screened by HR, applicants left in applied status are likely duplicates‐‐confirm and code accordingly. HR Use Only
OMNI generated code indicating the Recruiter has linked a candidate to a Career Pool. OMNI generated code indicating the Staff (A&P or USPS) candidate has passed the system screening tool. The HR Recruiter will "Route" their record after this stage. HR Use Only
HR Use Only
Screen Reject
OMNI generated code indicating the Staff applicant did not pass the screening tool and is not qualified for the position or eligible for an interview.
HR Use Only
Route
OMNI generated code indicating the Staff applicant has been marked as meeting minimum qualifications and is eligible for an interview. HR only runs the screening tool on Staff positions. Faculty applications are changed from "Applied" to "Route" status directly by the Recruiter; the department must review for minimum qualifications and code accordingly. HR Use Only
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